Compensation and Benefits

 

COMPENSATION

Colorado College determines pay for staff positions using applicable market studies. Pay increases are based on a combination of market and individual performance. More detailed information regarding the college’s staff compensation policies and procedures is located on the Human Resources website.

Compensation Philosophy

Colorado College strives to provide a high-quality liberal arts education to a diverse community of students. Achieving this mission requires an equally diverse group of highly qualified employees who are rewarded and recognized for their contributions. Therefore, the college supports a compensation program that:

• Is aligned with the college’s mission, is administered in a financially sustainable manner, and is in compliance with all applicable legal requirements.
• Provides compensation that is competitive within appropriate labor markets and takes into account living wage principles.
• Promotes performance excellence and encourages career development and advancement by rewarding achievements and outcomes.
• Administers compensation in a fair and flexible manner.
• Values campus and community engagement and work/life balance.

Paychecks and Pay Periods

Staff are paid on the 15^th of the month and the last working day of each month. For non-exempt staff, the paycheck on the 15^th covers the period of time from the 22^nd of the previous month through the 6^th of the current month. The paycheck on the last working day of the month covers the period of time from the 7^th through the 21^st of the current month. For exempt staff, the paycheck on the 15^th covers the period of time from the 1^st to the 15^th, and the paycheck on the last working day of the month covers the period of time from the 16^th through the last working day of the current month. Should the 15^th fall on a weekend, staff will be paid on the Friday before that weekend. Staff may make arrangements for direct deposit of their paychecks through Human Resources or Payroll.

On rare occasion, an error may be made in the calculation of your pay.  If an error occurs, you are responsible for immediately reporting the error to your supervisor and to the Payroll office for correction.  If an error occurs related to benefit deductions, you must contact Human Resources to request a correction.    

Recording Time

Non-exempt staff must report all hours worked using the electronic time sheet function in the employee portion of Self Service Banner. If you are paid on an hourly basis, you must submit a completed timesheet by the 6th and the last work day in the month for your supervisor to review and approve.  

Exempt staff are not required to complete a timesheet, but must record any time off in Self-Service Banner (Banner SSB) each pay period for the supervisor to approve. 

Overtime

Working extra hours is occasionally a requirement of employment at Colorado College. If you are paid on an hourly basis and you need to work hours in addition to your regular schedule, you must have your supervisor's approval before working the hours. If you fail to obtain prior approval, you must still record the extra hours, and the college will pay you as appropriate, but you may be subject to discipline for failing to obtain prior approval.

When a non-exempt staff member works more than 40 hours in the workweek, the hours over 40 will be paid at time-and-one-half. At Colorado College, the workweek is defined as the period of time beginning at 12:00 midnight on Sunday morning and ending at 11:59 p.m. on the following Saturday evening. Any staff member who is aware of others working "off-the-clock" or who is asked to do so must report this situation immediately to Human Resources.

Vacation time, sick time, holiday time, and other paid but unworked time does not count toward time worked for overtime purposes. The total of worked time each workweek must exceed forty hours to receive overtime pay. For example, two extra hours worked on a Tuesday evening by a staff member whose regular schedule is Monday through Friday will not result in overtime pay if equivalent time off is taken before the end of the workweek.

Exempt staff are not eligible for overtime pay.

Holiday Pay

Full and part-time benefit-eligible non-exempt staff required to work on Memorial Day, Thanksgiving Day, Christmas Day, or New Year’s Day will be paid their regular pay for the holiday plus one and one-half times their regular rate of pay for hours worked.   

Full- and part time benefit-eligible non-exempt staff required to work on Independence Day, the Friday following Thanksgiving, or during Winter Break other than on Christmas Day and New Year’s Day will be given equivalent time off during the next pay period or an agreed upon future date within the current fiscal year OR will be paid one time their regular rate of pay for each of those days. The immediate supervisor will determine which option is selected.   

Full-time benefit-eligible exempt and non-exempt staff are paid their regular scheduled hours for the remaining days during winter break. Staff who plan to resign must return to work for at least 5 business days following winter break to be eligible for pay during winter break.  

BENEFITS

We provide a variety of benefits to support our staff during illness, injury, or disability. Other benefits are intended to provide staff with services they will value. All are intended to attract and retain the most talented and qualified staff members for the ultimate benefit of our students and their education.

Detailed information on the College’s benefit programs can be found athttps://www.employeebenefitswebsite.com/coloradocollege/

You will need to use this information to access Benefits information:

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Eligibility

Staff at Colorado College are eligible for benefits as shown below. If there is a discrepancy between this chart and the summary plan documents, the summary plan documents will control. Regular full-time and part-time staff members who have been rehired may receive credit for their previous service if their first period of employment was at least twelve consecutive months. Please contact Human Resources for more information on previous service credit.

 

	Regular			Temporary
	Full-time	Part-time	Occasional
Medical Insurance Mental Health Insurance Dental Insurance Prescription Drug Ins. Vision Insurance Life Insurance Long Term Disability Insurance (LTD) Long Term Care Insurance	Eligible the first of the month following date of hire (DOH), or on the date of hire if hired on the first working day of the month.	Eligible the first of the month following date of hire (DOH), or on the date of hire if hired on the first working day of the month.	Not eligible	Not eligible
Tax Deferred Annuities	Eligible from DOH	Eligible from DOH	Eligible from DOH	Eligible from DOH
Retirement Plan	Eligible based upon plan requirements.	Eligible based upon plan requirements.	Not eligible	Not eligible
Business Travel Accident Insurance	Eligible from DOH.	Eligible from DOH.	If working minimum of 17.5 hrs./week	If working minimum of 17.5 hrs./week
Workers' Comp. Insurance	Eligible from DOH.	Eligible from DOH.	Eligible from DOH.	Eligible from DOH.
Emeriti	Eligible at age 40.	Eligible at age 40.	Not eligible	Not eligible
Employee Assistance Program	Eligible from DOH.	Eligible from DOH.	Not eligible	Not eligible
Education Assistance Programs	1-5 years of full time service.	Not eligible.	Not eligible	Not eligible
Children's Center	Eligible from DOH.	Eligible from DOH.	Eligible from DOH.	Eligible from DOH.
Other Voluntary Benefits	Eligible from DOH.	Eligible from DOH.	Eligible from DOH	Eligible from DOH